5 Steps to Inspire Connection in Hybrid Workplaces

Almost half of employees who work from home at least part-time say the setup makes it harder to feel connected to coworkers. Before hybrid and remote work became more common, physical office spaces helped facilitate connection. Informal conversations in the hallway or break room, outings to grab coffee or lunch, or unscheduled visits to a coworker’s desk added up. Now that many organizations have hybrid environments, teams are collaborating with fewer of these natural connection points. 

Employees today connect more frequently through scheduled meetings, which feel more formal and less natural than in-person conversations. These meetings have led to jam-packed schedules for many employees, and they’re feeling the effects. Employees are burnt out and experiencing digital fatigue. They’re overwhelmed by the amount of time spent on digital devices and the amount of information they receive from them. Finding meeting-free time to complete work is challenging. 

Employers must intentionally create or encourage opportunities for employee connections in hybrid environments. We recommend taking the following steps: 

1. Involve your employees.

As the workplace environment evolves, each organization will approach collaboration and connection differently depending on what best aligns with their values. 

Leaders should invite employees to participate in reshaping how they connect. Organizations can only shape a collaborative work environment if they understand what’s working today and what isn’t. We recommend employers listen to their employees through surveys and focus groups. Giving employees an opportunity to provide ideas and input helps them feel seen, heard and valued. Acting on that input builds trust. 

2. Rethink who delivers messages.

Many organizations overcompensate for lack of interaction and connection by sending out more digital communication. Simply increasing the quantity of messages won’t be effective at building connection and collaboration. However, rethinking who delivers messages can help. 

Many people prefer to hear information directly from their manager. Organizations that educate managers on how to communicate well and then arm them with important key messages can nurture healthy, connected teams. Employees have more opportunities to develop trusted relationships with their managers. 

3. Define channels with inclusiveness in mind. 

Building a culture of connection means ensuring that everyone feels included in it, regardless of where or how they work. Communication should be inclusive and not give priority or preference to certain audiences. 

For example, organizations with warehouse or shift employees should consider what collaboration and connection look like to these teams and which channels best reach and engage those employees. Organizations that define their channels, including each channel’s intended purpose, can more effectively nurture relationships with employees. 

4. Evaluate the tools you use. 

Collaborative work environments are largely dependent on the technology and tools that teams use to connect across the virtual workplace. Now is a good time to re-evaluate your teams’ tools. Identify how effective these tools are at facilitating collaboration and connection and whether there are any gaps. 

Tools may include messaging applications like Slack or Microsoft Teams, project management tools like Asana or Monday, video platforms like Zoom or Microsoft Teams or collaboration platforms like SharePoint or Google Drive. Employees are a valuable source of input to determine which tools are working well, which aren’t and which are worth evaluating. 

5. Adapt rituals and traditions for the hybrid workplace.

Before the shift to hybrid workplaces, organizations had in-person rituals or traditions that made their culture special and provided points of connection for employees. There are opportunities to adapt these rituals and traditions to work for a hybrid culture. 

Cultural rituals could include meeting-free Fridays that open up schedules for less formal connection or collaborative brainstorming. They could include monthly in-person all-team meals, virtual “high fives”/employee recognition and more.  

Infusing moments of connection into the virtual workplace and fostering a collaborative work environment generates a sense of belonging among employees. Employees who feel a sense of belonging at work are more engaged. And when they’re more engaged, they’re more committed to the organization and inspired and motivated to produce higher quality work.